A PROJECT REPORT

ON

“A STUDY OF MANPOWER PLANNING IN TATA MOTOR.”

Submitted by

SHAHARE ATHARV PRAFUL

UID- TNU2023075100021

In partial fulfilment of the requirement for the award of the degree

of
MASTER OF BUSINESS ADMINISTRATION
In
AGRIBUSINESS AND RURAL MANAGEMENT
SEMESTER IV
(2023-25)

Under the guidance of

PROF. DR. PRANAY KUMAR ROY BARMAN
&
PROF. DR. KAMAL CHAKRAVARTTY

THE NEOTIA UNIVERSITY

Recognized by the University Grant Commission (UGC),
Sarisa, Diamond Harbour Road, 24 Parganas (South),
West Bengal - 743368.

1
 CERTIFICATE

This is to certify that “SHAHARE ATHARV PRAFUL” has submitted the

project titled “A STUDY OF MANPOWER PLANNING IN TATA MOTOR’’,

towards partial fulfillment of MASTER OF BUSINESS ADMINISTRATION IN

AGRIBUSINESS AND RURAL MANAGEMENT degree examination.

It is further certified that he has successfully completed his project as prescribed

by DEPARTMENT OF MANAGEMENT (MBA IN AGRIBUSINESS AND

RURAL MANAGEMENT) THE NEOTIA UNIVERSITY.

Prof. Dr. Pranay Kumar Roy Barman Prof. Dr. Kamal Chakravartty
(Project- Guide) (Co-Ordinator)

Place:
Date:

2
 DECLARATION

I here-by declare that the project with title “A STUDY OF MANPOWER

PLANNING IN TATA MOTOR” has been completed by me in partial

fulfillment of the requirement for MASTER OF BUSINESS

ADMINISTRATION degree examination as prescribed by DEPARTMENT OF

MANAGEMENT (MBA IN AGRIBUSINESS AND RURAL

.

MANAGEMENT) THE NEOTIA UNIVERSITY affiliated to UGC and this has

been submitted and undertaken by me.

Signature of Student

“SHAHARE ATHARV PRAFUL”

(TNU2023075100021)

Place:

Date:
3
 ACKNOWLEDGEMENT

The final project report on “A STUDY OF MANPOWER PLANNING IN

TATA MOTOR.” is a result of co-operation, hard work and good wishes of many
people. I am the student of THE NEOTIA UNIVERSITY, would like to thank the
teacher: Professor “Dr. Pranay Kumar Roy Barman” for their involvement in my
report work and timely assessment that provided me inspiration and valued guidance in
preparing my report.

I also take this opportunity to express my sincere gratitude to our MBA faculties,
specially to Professor “Dr. Kamal Chakravartty”, because they provided me the
required information and the Society which allowed me to visit the vicinity of area and
collect data for the project.

I am also thankful to all those seen and unseen hands and heads which have been of help
in the completion of this report.

Signature of student

(SHAHARE ATHARV PRAFUL)

DATE:

PLACE:

4
 INDEX

SR.NO. Particulars Page

No.
1. Introduction
a) Objective of the study 6-31

b) Limitation of the study

2. Review of Literature 32-34

3. Research Methodology 35-40

a) Hypothesis
b) Sources of Data
4. Data Collection 41-42

5. Analysis & Interpretation of Data 43-52

6. Findings 53-54

7. Conclusion 55-56

8. Bibliography 57-58

9. Annexure 59-62

5
INTRODUCTION

6
 INTRODUCTION

MANPOWER PLANNING

Planning is nothing but using the available assets for the effective implementation of the

Production plans. After the preparing the plans, people are grouped together to achieve

organizational objectives.

It involves problem solving and decision making. Management has to prepare for short term

strategy and measure the achievements, while the long term plans are prepared to develop the

better and new products, services, expansion to keep the interest of the owners.

NEED OF MANPOWER PLANNING

Manpower Planning is two – phased process because manpower planning not only analysis the

current human resources but also makes manpower forecasts and thereby draw employment

programs. Manpower Planning is advantages to firm in following manner:

1. Shortages and surpluses can be identified so that quick action can be taken wherever

required.

2. All the recruitment and selection programs are based on manpower planning.

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 3. It also helps to reduce the labor cost as excess staff can be identified and thereby

overstaffing can be avoided.

4. It also helps to identify the available talents in a concern and accordingly training

programs can be chalked out to develop those talents.

5. It helps in growth and diversification of business. Through manpower planning, human

resources can be readily available and they can be utilized in best manner

6. It helps the organization to realize the importance of manpower management which

ultimately helps in the stability of a concern.

Advantages of Manpower Planning

Manpower Planning ensures optimum use of available human resources.

1. It is useful both for organization and nation.

2. It generates facilities to educate people in the organization.

3. It brings about fast economic developments.

4. It boosts the geographical mobility of labor.

5. It provides smooth working even after expansion of the organization.

6. It opens possibility for workers for future promotions, thus providing incentive.

7. It creates healthy atmosphere of encouragement and motivation in the organization.

8. Training becomes effective.

9. It provides help for career development of the employees.

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10. It provides smooth working even after expansion of the organization.

11. It opens possibility for workers for future promotions, thus providing incentive.

12. It creates healthy atmosphere of encouragement and motivation in the organization.

13. Training becomes effective.

14. It provides help for career development of the employees.

PROCESS OF MANPOWER PLANNING

Analyzing the Current Manpower

Requirement

Reviewing Employee Utilization

Forecasting the Demand for

Forecasting Supply

Developing a Manpower Plan

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 IMPORTANCE OF MANPOWER PLANNING

1. Planning is concerned with coordinating, motivating and controlling of the various activities

within the organization.

2. The basic purpose of the management is to increase the production, so that the profit margin

can be increased.

3. Manager has to guess the future business and to take timely and correct decision in respect of

company objectives, policies and cost performance.

4. The plans need to be supported by all the members of the organization. Planning is making a

decision in advance what is to be done.

5. Productivity level increases when resources are utilized in best possible manner.

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COMPANY PROFILE

11
 COMPANY PROFILE

TATA GROUP-Leadership with trust

TATA MOTORS Company established in 1945. A Tata motor is part of the use 100 billion. Tata

group founded by “Jamshedji Tata” in 1968. In this company under the employee’s strength is

60000 and company turnover is 42 billion dollars. This company under 6600 sales and services

points Tata motors provided highly manpower requirement to the peoples.

TATA group’s main interest was to attract and hire these individuals within a six-month

period of time. The decision was made to assess applicant based on a number of variables

relating to the ability to communicate coherently, follow direction, math and language aptitude

and good manual. Prior to the interview process no. specific tools were identified that were

thought would adequately assess applicant and then allow for selection of individuals that would

be interviewed for the production associate position. The initial step of the process reviewed the

12
submitted cover

13
letter and resume of an applicant for communication skills, ability to follow directions, education

work force recruitment 13 level, work history and community involvement. Individuals to make

the criteria were then referred for an assessment of math language and dexterity skill.

This paper researched three areas, the importance of employee’s basic skills and use of

pre- employment assessment confirm these skill and recruitment and selection of quality

workforce. Studies have shown that pre- employment assessment is one of the most successful

tools for job applicant’s probable job performance. Basic skills are critical for prospective

employs to process to aid their employers need to be competitive in today’s ever-changing

market. A quality workforce is vital for companies to develop and succeed. Therefore, having an

appreciation of the process of requirement and selection for a quality workforce is essential.

The issues researched were all crucial in the development of the recruitment and

assessment process implemented by workforce resource Inc., for Tata motors workforce need.

For TATA Motors workforce building a company and hiring a new workforce can be every

challenging, especially when the need is to hire several hundred people over a five-month period.

With an average unemployment rate of 3.0% building a workforce in the CHINNCHWAD is a

great challenge.

There is a drawback to utilizing such as assortment of resources, applicant is attracted

that may not have the skills necessary for the position, thus make the selection process difficult

and challenging. Quality employees are keys for a company to grow, manufacture a quality

product, and remain stable in the market. Selection process depend on the employee knowledge,

skill and ability of your employees are crucial and will contribute to the growths and workforce

recruitment

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15 prosperity of the company. In the selection process of a new employee is it important to

determine the most desirable skills for the future workforce.

According to a study conducted by the Indian Society for training and Development in

conjunction with the Indian Department of Labor, there are specific skill an employer is looking

for when recruiting and selecting quality employees. There is drawback to utilizing such an

assortment of resource, applicant is attracted skill, make the selection process difficult and

challenging. These skills include applicants who portray an interest in learning, demonstrate

good communication skill have the ability to problem solve, portray a high self-esteem; Show

motivation and understand the importance of teamwork.

TATA Group is a private conglomerate with headquarters at Mumbai. The TATA group

comprises over 96 operating companies in seven business sectors communications and

information technology, engineering, materials, services, energy, consumer products and

chemicals. The group has operations in more than 80 countries across six countries, and its

companies export products and services to 85 countries.

The total revenue of TATA companies, taken together, was $67.4 billion (around

Rs.319,534corer) in 2009-10, with 57 per cent of this coming from business outside India.

TATA companies employ around 395,000 people worldwide. The TATA name has been

respected in India for its adherence to strong values and business ethics.

Every TATA company or enterprise operates independently. Each of these companies has its

own board of directors and shareholder, to whom it is answerable. The charitable trust of TATA

holds 65.8% of the ownership of TATA group. There are 28 publicly listed TATA enterprises

and they have a combined market capitalization of about $95.45 billion (as on February 24,

15
2011) and a

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shareholder base of 3.5 million. The major TATA companies are TATA Steel, TATA Motors,

TATA Consultancy Services (TCS), TATA Power, TATA Chemicals, TATA Global Beverages,

Indian Hostels and TATA Communications.

TATA MOTORE LIMITED formerly known as TELCO (TATA Engineering and Locomotive

Company) is a multinational corporation Headquarter in Mumbai India.

TATA Motors Limited is India’s largest automobile company, with consolidated revenues of

RS.92.519. Corers (USD 20 billion) in 2009-10. It is the leader in commercial vehicles in each

segment, and among the top three in passenger vehicles with winning products in the compact,

midsize car and utility vehicle segments. The company is the world’s fourth largest truck

manufacturer, and the world’s second largest bus manufacturer.

The company's 24000 employees are guided by the vision to be "Best in the manner in which we

operate, best in the products we deliver, and best in value system and ethics".

Established in 1945, TATA Motors presence indeed cuts across the length and breadth of India.

Over 5.9 million TATA vehicles ply on Indian roads, since the first rolled out in 1954.The

Company’s manufacturing base in India is spread across Jamshedpur (Jharkhand), Pune

(Maharashtra), Lucknow (Uttar Pradesh), Pant Nagar (Uttarakhand) and Dharwad (Karnataka).

Personal management is productive exploitation of manpower resources. This is also termed as

'Manpower Management'. Manpower Management is choosing the proper type of people as and

when required. It also takes into account the upgrading in existing people. Manpower

Management starts with manpower planning. Every manager in an organization is a personal

man, dealing with people.

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MILESTONE OF TATA MOTORS

The TATA group is one of India's, largest and most respected business conglomerates. The groups

businesses are spread over seven business sectors.

Foundation (1868-1931

Consolidation (1932-1989)

Expansion (1990 onwards)

1945 - Tata Engineering and Locomotive Co. Ltd. were established to manufacturer locomotives

and other engineering products.

1954 - Tata launched its first Mercedes Benz diesel truck, Telco.

1977 - First commercial vehicle manufactured in Pune.

1986 - Production of first light commercial vehicle, TATA 407, indigenously designed followed

by TATA 608.

1989 - Introduction of the Tata mobile 206 - 3rd LCV model.

1991 - Launch of the 1st indigenous passenger car Tata Sierra.

1994 - Launch of Tata Sumo - the multi utility vehicle. Launch of LPT 709 - a full forward

control, light commercial vehicle.

1995 - Mercedes Benz car E220 launched.

1996 - Tata Sumo deluxe launched.

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1997 - Tata Sierra Turbo launched.

1998 - Tata Safari - India's first sports utility vehicle laughed INDICA, India's first fully indigenous

passenger car launched.

2000 - Launch of CNG buses.

2001 - Launch of CNG Indica, Launch of the TATA Safari EX.

2002 - Patrol version of indica V2 launched, launch of the EX-series in commercial vehicles

launch of the TATA Sumo '+' series.

2003 - Launch of the TATA Safari Limited Edition on 29th July, J.R.D. Tata's birth anniversary,

TATA engineering becomes TATA Motors Limited.

2004 - Tata motors acquire Daewoo Commercial Vehicle Company, South Korea.

2005 - Tata Ace, India's first mini truck launched. Branded buses and coaches- Star bus and

Globus- launched.

2007 - Latest common rail diesel offering the Indica V2 Decor, launched.

2008 - Launch of the new Sumo - Sumo Grande, which combines the looks of an SUV with the

comforts of a family car. TATA Motors unveils its people's car NANO, at the ninth Auto Expo,

Xenon 1- ton pickup truck launched in Thailand.

2009 - Tata Motors launches the Sumo Grande MK 2. Launch of premium luxury vehicles

Jaguar XF, XFR and XKR and Land Rover Discovery 3, Range Rover Sport and Range Rover

from Jaguar and Land Rover in India. First Jaguar Land Rover showroom opens in India.

19
2010 - Tata Motors passenger car division launches 'TATA Motors Service Edge' for leading edge

customer services.

2011 - The TATA NANO begins international journey in Shrilanka and Bangladesh new TATA

Indica Vista launched. Tata motors complete 50 years of its International Business.

2012 - Tata Motors enters Bangladesh's new car market, launch of PT. Tata Motors Indonesia,

Tata motors enters into distribution agreement in Myanmar.

2013 - TATA motors launch the world - class range of Tata PRIMA trucks in Shrilanka.

2014 - TATA Motors launched the all-new car the classy sedan-Zest and Bolt showcase the new

DNA in ‘New Delhi’.

Launching F-Tronic automated manual transmission technology for Zest first- class for compact

sedan.

2015 – Tata Motors launches its new Sigma range of commercial vehicles.

Tata Motors launched of its 100000th Tata ACE Zip at Dharwad in Karnataka.

2016 – Tata motors has to be launch of the Tata Tiago.

2017- Tata motors announced the launch new Tata Ace XL range of small commercial cargo

vehicles.

2018- Tata motors are set to launch the production version of the 45 X that was displayed at the

2018 Delhi Auto Expo which will be their premium hatchback offering in the country.

2019- Tata Harrier, it was launched on 23 January 2019.

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0
ABOUT PUNE PLANT

The PUNE unit is spread over two geographical regions - PIMPRI (800 acres) and

CHINCHWAD (130 acres). It was established in 1966 and has a Production Engineering

Division, which has one of the most versatile tools making facilities in the Indian sub-continent.

It houses a vehicle manufacturing complex which is one of the most integrated automotive

manufacturing centers in the country producing a large variety of individual items and

aggregates. It is engaged in the design and manufacture of sophisticated press tools, jigs,

fixtures, gauges, metal pattern and special tools, as well as models for the development of new

ranges of automobile products.

The passenger car division in 'K' block executes the entire process of car manufacture over five

shops - the engine shop, the transmission shop, press and body shops, paint shop and the trim

and final assembly shop. The shops are fully automated ensuring that is minimum chance for

error in the manufacturing processes. After the car is completely assembled, it goes through

several checks like wheel alignment, side ship test, brake test, shower test and a short test run

before it is ready for dispatch. All systems such as materials management, maintenance and other

activities are computerized, enabling smooth operation and minimum inventory needs.

The electronics division is engaged in the production of a wide variety of machine tool

controllers, PLCs, test rig instrumentation, servomotors, proximity switches. In addition, it has

developed a number of components such as flashers, horns, timers that are used in Tata Motors

vehicles.

Industry experts rate the fully automated foundries at Chinchwad and Maval among the best

11
1
worldwide. The Iron Foundry at Chinchwad produced 37000 tons of high precision casting in

2006-07 while the Iron Foundry at Maval produced 14000 tons of spheroid Iron casting 2006-07.

11
2
These include Cylinder Blocks, Cylinder Heads, Gear Box Housing, etc. To dispense with the

need for outsourcing, an Aluminum Foundry with an annual capacity of 3300 tones has been

established.

TATA MOTORS in International Market

TATA Motors is also expanding its international footprint to establish through exports since 1961.

The company's commercial and passenger vehicles are already being marketed in several

countries in Europe, Africa, the Middle East, South East Asia, South Asia and South

America. It has franchisee/joint venture assembly operations in Bangladesh, Ukraine and

Senegal.

TATA Motors, the first company from India’s engineering sector to be listed in the New York

Stock Exchange (September 2004), has also emerged as an international automobile company.

ACQUIRING FIRM

 Jaguar Land Rover, a business comprising the two iconic British brands that was
acquired in 2008.

 In 2005, TATA Motors acquired a 21% stake in Hispano Carrocera, a reputed Spanish
bus and coach manufacturer and subsequently the remaining stake in 2009.

 In 2004, it acquired the Daewoo Commercial Vehicles Company, South Korea's

second largest truck maker.

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JOINTVENTURE

 In 2006, TATA Motors formed a joint venture with the Brazil based MARCOPOLO,
a global leader in body- building for buses and coaches to manufacture fully- built

buses and coaches for India and select international markets.

 In 2006, TATA Motors entered into joint venture with Thornberry Automotive
Assembly Plant Company of Thailand to manufacture and market the company’s

pickup vehicles in Thailand.

New Plant Production

 The new plant of TATA Motors (Thailand) has begun production of the Xenon pickup
truck, with the Xenon having been launched in Thailand in 2008.

 In January 2008, TATA Motors unveiled its people’s car, the TATA NANO, which India
and the world have been looking forward to the TATA NANO has been subsequently

launched, as planned in India in March 2009. The standard version has been priced at

Rs.100000 (excluding VAT and transportation cost).

 In 2005, TATA Motors created a new segment by launching the TATA ACE, India’s first
indigenously developed mini- truck.

 In May 2009, TATA Motors introduced ushered in a new era in the Indian automobile
industry, in keeping with its pioneering tradition, by unveiling its new range of world

standard trucks called Prima.

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 Eco-Friendly Environment

Tata Motors are equally focused on environment - friendly technologies in emissions and alternative

fuels. It has developed electric and hybrid vehicles both for personal and public transportation. It

has also been implementing several environments - friendly technologies in manufacturing

processes, significantly enhancing resource conservation. Through its subsidiaries, the company

is engaged in engineering and automotive solutions, construction equipment manufacturing,

automotive vehicles components manufacturing and supply chain activities, machine tools and

factory automation solutions, high precision tooling and plastic and electronic components for

automotive and computer applications, and automotive retailing and service operations.

Improvement in QUALITY OF LIFE

TATA Motors is committed to improving the quality of life of communities by working on four

thrust areas employability, education, health and environment. The activities touch the lives of

more than a citizen. The company's support on education and employability is focused on youth

and women.

They range from schools to technical education institutes to actual facilitation of income generation.

In health, our intervention is in both preventive and curative health care. The goal of

environment protection is achieved through tree plantation, conserving water and creating new

water bodies and last but not the least, by introducing appropriate technologies in our vehicles

and operations for constantly enhancing environment care.

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DIVISION IN TATA MOTORS

 Production Engineering Department (P.E)

 Engineering Research Center (ERC)

 Auto Division, PIMPRI

 Productivity System Division (PSD)

 Ancillary Development Department (ADD), PIMPRI

 Foundry at CHINCHWAD &MAVAL

 Central Quality Assurance

 Human Resource Division

 Central Tool Engineering Department

 Ancillary product Department

 Electronics Division

 Central Plant Engineering Department (CPED)

 Auto Projects

 Special Production Shop at H Block

 TAL (Growth Division, MTD)

 Management Services Division (MSD)

 Training Division

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 Working Block (Unit) at TATA MOTORS, PIMPRI PLANT

 HR - Human Resource Department

 ERC - Research Department

 A Block - Training Division

 B Block - Production Engineering

 C Block - Transmission Division

 D Block - Truck Chassis & Engine Shop

 E Block - Press, Print & Frame Assembly

 H Block - Special Production Shop, Assembly for 407/709

 I Block - Administration Centre

 J Block - MUV, SUV & Pick- up Vehicle Factory

 K Block - Passenger Car Plant

VISION -

To be a world class corporate constantly furthering the interest of all its stakeholders.

MISSION towards Employees –

To create a seamless organization that incubates & promote innovation, excellence & the TATA

core values.

PURPOSE -

To create economic assets for road transportation for bulk movement of goods and people and

participate in managing these over the life of assets in order to create and capture in economic

value.

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METHODS FOLLOWED BY “TATA MOTORS”

OPTIMAL FAMILY SIZE TECHNIQUES (OFS)

These are two techniques followed by TATA MOTORS for manpower planning which is called

as optimal family size techniques.

 Volume and productivity-based manpower workout for Blue Collar Employees:

It includes operator level employees.

 Volumes based manpower is define as a people required for different setup of engines

and productivity-based manpower is define as a performance of employees.

 Example for volume-based

manpower: Part Assembly and

Tasting: 75 Manpower: 83

 Activity, Project based manpower workout for White Collar Employees.

 It includes Staff and Manager level employees. Activity, Project based manpower is

define as if there is new project or new activity will be introduced in a department or in a

company then it requires new qualified manpower.

 Ex: New product Development and Size of the project.

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 Products and Services Provide by TATA MOTORS

Tata Motors provide the products to customers. This product provides are the type of hatchback,

sedans, trucks, transportation vehicles and utility vehicles. Such as India, Indigo, Zika, Safari

and Xenon etc.

Tata Motors groups provide the better facilities and services. Such as overview, customer care,

finance and insurance, preowned vehicles etc. This company through the employee’s finance and

insurance service for security to vehicles, better merchandise accessories and corporate &

institutional sales to provide the customers.

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 PROCESS FOLLOWED BY TATA MOTOR

MANPOWER PLANNING PROCESS IN “TATA MOTORS”:

Inputs Coming From……

 BU Strategy
 Make Vs Buy
 Benchmarking
 HR Plans
 Sales & Production Plan & Productivity
 New Project Requirement
 Job Profile
 Current Manpower

Various Methods & Practices

 Various Function / Departments is reviewed every year based

on inputs
 Prepare Wage Bill
 Monthly review on Manpower
 Manpower development to needy areas to bridge the gap
between manpower available & required
 Arrange Training through HR
 Manage additional workforce requirement
 Recruitment types
 Hiring & Introduction
 Review the Process
27
 Key Steps in Process

 Review access Manpower Requirement

 Redevelopment / Redistribution/ Recruitment
 Hiring & Induction
 Review the process

Output Integrated With……

 New structure, Work Reorganization proposal

 Manpower Plan
 Recruitment & Hiring Plan
 Wage Bill

Performance Measure Unite

Efficiency
 Budget Vs Actual Wage Bill Rs
 Cost Per Hire Rs
 Days
Lead Time of Recruitment

Overall Productivity
Eq./Man/Yr
Effectiveness
 Value added per unit wage bill Unit

28
OBJECTIVES OF THE STUDY

29
 OBJECTIVES

1. To utilize an able and motivated work force, to achieve organizational goals.

2. To undertake the qualitative manpower planning and achieve operational and mission objectives.

3. To Relate manpower planning and manpower resources in achieving economic objectives.

4. To study the recruitment and assessment criteria used in making decisions for Tata Motors.

5. To explore job enrichment and job rotation mechanism in company.

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 LIMITATIONS OF THE STUDY

1. Scope of study is limited to one factory of tata Motor.

2. Limited time & resources were also one of the constraints.

3. Manpower Planning process was studied only for the one year.

31
Review of Literature

32
 Review of Literature

Shinde Govind P. & Dubey Manisha (2011) the study has been conducted considering

the segments such as passenger vehicle, commercial vehicle, utility vehicle, two and

three-wheeler vehicle of key players performance and also analyze SWOT analysis

and key factors influencing growth of automobile industry.

• Sharma Nishi (2011) studied the financial performance of passenger and commercial

vehicle segment of the automobile industry in the terms of four financial parameters

namely liquidity, profitability, leverage and managerial efficiency analysis for the period

of decade from 2001-02 to 2010-11. The study concludes that profitability and

managerial efficiency of Tata motors as well as Mahindra & Mahindra ltd are

satisfactory but their liquidity position is not satisfactory. The liquidity position of

commercial vehicle is much better than passenger vehicle segment.

• Singh Amarjit & Gupta Vinod (2012) explored an overview of automobile industry.

Indian automobile industry itself as a manufacturing hub and many joint ventures have

been setup in India with foreign collaboration. SWOT analysis done there are some

challenges by the virtue of which automobile industry faces lot of problems and some

innovative key features are keyless entry, electrically controlled mechanisms enhanced

33
driving control, soft feel interiors and also need to focus in future on like fuel efficiency,

emission reduction safety and durability.

• Zafar S.M.Tariq & Khalid S.M (2012) the study explored that ratio are calculated

from financial statements which are prepared as desired policies adopted on depreciation

and stock valuation by the management. Ratio is simple comparison of numerator and a

denominator that cannot produce complete and authentic picture of business.

34
RESEARCH AND METHODOLOGY

35
 Research Methodology

 Exploratory Research

Exploratory research is a type of research conducted for a problem that has not been

clearly defined. Exploratory research helps determine the best research design, data

collection method and selection of subject. It should draw definitive conclusion only with

extreme caution. Given its fundamental nature, exploratory research often concludes that

a perceived problem does not actually exit.

 Constructive Research

Constructive research is perhaps the most common computer science research method.

This type of approach demands a form of validation that doesn’t need to be quite as

empirically based as in other types of research like exploratory research.

 Empirical Research

Empirical research is a way of gaining knowledge by mean of direct observation or

experience, Empirical evidence (the record of one’s direct observations or experiences)

can be analyzed quantitatively or qualitatively.

36
 Process of Research methodology

Diagnosing

Specific
Action
Learning

Taking
Evaluating
Action

37
 HYPOTHESIS

A hypothesis is a tentative statement about the relationship between two or more variables. It is

specific, testable prediction about what you expect to happen in a study.

Hypothesis can also be divided as

(1) Null Hypothesis

(2) Alternative Hypothesis.

In line with the problem of this study has following hypothesis.

1.
H0: There is no association between manpower planning, Recruitment & development

of organization.

2.
H1: There is strong association between manpower planning and recruitment with

business development.

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 SOURCES OF DATA

These are two types of Research Methodology

 Qualitative Method

Qualitative research helps to gain insight into people’s behaviors, value systems,

motivations, culture or lifestyles, and how these attributes have a role to play in decision

and policy making, communicating, and conducting research.

Approaches of Qualitative Research

Direct Observation: In direct observation method, there is no participatory involvement on the

observer’s part. The observer is more a part of the background and is as unobtrusive as possible.

As there is no direct participation, the observations are more detached. The researcher is

watching, and making notes for future use.

Interviews: Interviewing involves direct interaction between the researcher and a respondent or

group. There are two types of interviews; structured and unstructured. Structured interviews are

carefully worded questionnaires and don’t allow much scope to deviate from it. Unstructured

interviewing is more informal, as compared to the former. It allows more exploration and

deviation in its approach, which is useful for exploring a subject more broadly.

Participant Observation: This method for qualitative research is highly dependent on the

researcher’s ability to blend and extract information by being part of an inventor group. This

39
 method requires the researcher to become an active participant, while observing. It aims to gain

a close insight of individuals or social groups and their practices through an intensive

participation with them, in their natural environment, and often requires months or years to

collect the required data for analysis.

 Quantitative Method

In the social sciences, quantitative research refers to the systematic empirical investigation of

quantitative properties and phenomena and their relationships. The objective of quantitative

research is to develop and employ mathematical models, theories and/ or hypotheses pertaining

to phenomena. The process of measurement is central to quantitative research because it

provides the fundamental connection between empirical observation and mathematical

expression of quantitative relationships.

Quantitative research is generally made using scientific methods, which can include:

1. The generation of models, theories and hypotheses.

2. The development of instrument and methods for measurement.

3. Experimental control and manipulation of variables.

4. Collection of empirical data.

5. Modeling and analysis of data.

6. Evaluation of results.

40
DATA COLLECTION

41
Data Collection

1. Project is based on Qualitative & Quantitative Analysis.

2. Information gathering: Collection of Primary & Secondary Data.

PRIMARY DATA: It comprises of the data which is collect through the questionnaires filled by

the respondents.

SECONDARY DATA: The secondary data for the research have been collected from various

sources which include websites, Journals, Books, Articles and also from the usage of the internet

facility.

SAMPLE SIZE: -

Sampling size for this survey was least 50 workers.

42
DATA ANALYSIS

AND

INTERPRETATION

43
 DATA ANALYSIS AND INTERPRETATION

Que.1 Which types of age group do you prefer for operating the engines?

Age group No. of Respondents Percentage

18-25 4 8%

25-35 25 50%

35-45 16 32%

45+ 5 10%

Age Group
18-25 25-35 35-45 45+

10% 8%

32%

50%

Interpretation:

For manpower planning employee’s age group takes an important role for manpower planning.

According to 8% respondent are prefer 18-25 age group, 50% respondent are preferring 25-35

age group, 32% respondent are preferring 35-45 age group, 10% respondent are preferring 45+

age group.

44
Que.2 What is the education qualification requirement for the operator?

Education Qualification No. of Respondents Percentage

Diploma Holder 37 74%

ITI Holder 13 26%

Education Qualification
No. of Respondents Percentage
2%

98%

Interpretation:

From the data collection it revealed that they preferred qualified people.

According to 74% respondent said that operator should be diploma holder, 26% respondent said

that operator should be ITI holder.

45
Que.3 What is the minimum years of experience that you would require for operator?

Years of Experience No. of Respondents Percentage

0 to 2 21 42%

2 to 4 17 34%

4 to 6 12 24%

Years of Experience
0 to 2 2 to 4 4 to 6

24%

42%

34%

Interpretation:

TATA MOTORS preferred experienced candidates for operator level.

According to 42% respondent prefer 0-2 years of experience, 32% of respondent 2-4 years of

experience and 24 % of respondent 4-6 years of experience for operator level employees.

46
 Que.4 How long have you been with Tata Motors? (In Year)

Years of Service No. of Respondents Percentage

Below 2 Years 2 4%

2-5 Years 15 30%

5-10 Years 27 54%

10 years and above 6 12%

Years of Service
4%
Below 2 Years 2-5 Years 5-10 Years 10 years and above

12%

30%

54%

Interpretation:

From the above pie chart, we conclude that the maximum year of service of the employees of

Tata Motors in Nagpur is maximum between 5-10 years (i.e., 54%) and minimum is below

2years (i.e., 4%).

47
Que.5 What is the employee’s opinion as to the present manpower requirement system?

Opinion No. of Respondents Percentage

Fully Satisfied 1 2%

Satisfied 15 30%

Can't Say 22 44%

Dissatisfied 12 24%

2% Opinion
Fully Satisfied Satisfied Can't Say Dissatisfied

24%
30%

44%

Interpretation:

From the above pie chart, we conclude that maximum employees are satisfied with the

present manpower requirement system (i.e., 44%) and minimum (i.e., 2%) are dissatisfied.

48
Que. 6 What is the employee perception as to the frequency of manpower requirement?

Options No. of Respondents Percentage

Once During the Service Period 1 2%

Continuous 46 92%

Never 0 0%

Can’t Say 3 6%

Options 2%
Once During the Service Period Continuous Never Can’t Say
0%
6%

92%

Interpretation:

From the above pie chart, we find that the maximum (i.e., 92%) of the employees think that the

Frequency of manpower requirement must be continuous whereas minimum (i.e., 0%) none of

the employees feel that Tata motors should not require.

49
Que.7 If continuous requirement – what should be the gap between two requirement period?

Options No. of Respondents Percentage

Quarterly 10 20%

Half Yearly 22 44%

Yearly 18 36%

Options
Quarterly Half Yearly Yearly

20%
36%

44%

Interpretation:

From the above pie chart, we conclude that maximum (i.e., 44%) of the employees want to

Consider manpower requirement half yearly whereas minimum (i.e., 20%) of them want it

quarterly.

50
 Que. 8 Who should do the requirement process?

Options No. of Respondents Percentage

Superior 12 24%

Peer 0 0%

Subordinate 0 0%

Self-Requirement 4 8%

Consultant 2 4%

All of the above 24 48%

Superior + Peer 8 16%

Options
Superior Peer
Subordinate Self Requirement
Consultant All of the above
16%
24%
0%
0%
8%

48% 4%

Interpretation:

From the above pie chart, we conclude that the maximum employees (i.e., 24%) want to

get the requirement through superior, self-appraisal, consultant. Whereas none of them

want to get it done from their peers and subordinates.

51
Que. 9 Do you think personal bias creeps in while requirement an individual employee?

Options No. of Respondents Percentage

Yes 41 82%

No 9 18%

Options
Yes No

18%

82%

Interpretation:

In the process of manpower requiring, both the parties are human being, that is, the one

who is being required and the other who is requiring. Thus, there bound to be subjectivity

involved, be it an objective way of requiring. Thus, when asked from among the sample

size of 50 respondents, as huge as 82 % respondents that personal bias do creep in while

requiring an individual. Hence, it is inevitable to say that personal likings do not come in

the process of manpower requirement. It is the extent to which the manpower requirement

manages it so that it does not become very partial and bias.

52
FINDINGS OF THE STUDY

53
 FINDINGS OF THE STUDY

1) In my analysis around more than 90% people says that TATA MOTOR service is good

and rest is people say no comment.

2) Manpower planning is important to the organization, because it helps the organization

assess its future needs well in advance. This is how it ensures that the organization

always has the right kind of people, in the right number, at the right time, and in the right

place.

3) Managing change effectively: Manpower planning helps an organization keep up with

the constant change that affects it in different environments, including the labor

environment.

4) Realizing the goals of the organization: Many of the organization’s goals can only be

achieved through effective utilization of its human resources. Manpower planning helps

an organization to achieve this.

5) Seeing as manpower planning is partly about forecasting the future, even an imperfect

forecast is better than no forecast.

54
CONCLUSIONS

55
 CONCLUSIONS

Manpower planning plays a vital role in Human Resource activity of an organization. Human

Resource is an asset to every organization. Manpower planning mainly involves determining the

needs and supply of human resource and the available sources.

The organization should make Manpower Planning in such a way that it should satisfy both

organization and employer at a higher level. It results in creating working environment and

maintain better employee and employer relationship.

It is the human resources who contribute their time and expertise to the welfare of their

organization. Thus, the process of manpower planning and staffing is crucial to the business

development of an organization.

56
BIBLIOGRAPHY

57
 BIBLIOGRAPHY AND REFERENCE

BOOKS:

1. VSP Rao — Human Resource Management, Anurag Jain for excel books, 2005 ninth
edition.

2. R. Kothari - Research Methodology Methods and Techniques, New age

international publishing, second edition.

3. Donald R Cooper, Pamela S Schindler — Business Research Methods, Tata MC Graw

Hill, ninth edition.

4. Performance management — Michael Armstrong and Angela Baron.

5. Human Resource Management Prentice, Half of Indian private limited 2004 ninth
edition.

-Gary Dressler

WEBSITE:

http://www.tatamotors.com/

https://en.wikipedia.org/wiki/Tata_Motors

https://www.tatamotors.com/

https://www.tata.com/

58
ANNEXURE

59
 QUESTIONNAIRE

PROFILING FORM

Name:

Age:

Qualification:

Que.1 Which types of age group do you prefer for operating the engines?

a. 18-25

b. 25-35

c. 35-45

d. 45+

Que.2 What is the education requirement for the operator?

a. ITI

b. Diploma

c. Engineering

d. Degree

60
Que.3 What is the minimum years of experience that you would require for operators?

a. 0-2

b. 2-4

c. 4-6

Que.4 How much percentage of staff you would require for total manpower in all engine families?

a. 2%

b. 4%

c. 5%

d. 8%

Que.5 What is the employee’s opinion as to the present manpower requirement system?

a. 2%

b. 30%

c. 44%

d. 24%

Que. 6 What is the employee perception as to the frequency of manpower requirement?

a. Once during the Service period

b. Continuous

c. Never

61
 d. Can’t Say

Que.7 If continuous requirement – what should be the gap between two requirement period?

a. Quarterly

b. Half Yearly

c. Yearly

Que. 8 Who should do the requirement process?

a. Superior

b. Peer

c. Subordinate

d. Self-Requirement

e. Consultant

f. All of the above

g. Superior + Peer

Que. 9 Do you think personal bias creeps in while requirement an individual employee?

a. Yes

b. No

62